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NO ADVERSE EMPLOYMENT ACTION REQUIRED
 
 
A diabetic warehouse supervisor needed breaks to monitor and treat his condition. The employer would not allow such breaks and argued the case should be dismissed since there was no adverse employment action. The Court disagreed, finding that the ADA does not require that an alleged failure to accommodate result in an adverse employment action.
 
(Nawrot v. CPC In't (N.D., Ill.)
 
 
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